Investigatory Procedures Sample Clauses

Investigatory Procedures. Whenever an employee is under investigation and subject to interview by the Department for any reason which could lead to disciplinary action, which shall include but not be limited to; written reprimand, forfeiture of accrued time off, suspension, demotion or dismissal, the investigation and interview shall be conducted in accordance with the following: 1. The interview shall be conducted at a reasonable hour, preferably at a time when the employee is on duty unless the seriousness of the investigation is of such a degree that an immediate interview is required. 2. The interview shall take place at Police Headquarters or at some other location having a reasonable relationship to the incident being investigated. 3. The employee under investigation shall be informed of the name and rank of the supervisor in charge of the investigation and of all persons present during the interview. 4. The employee shall be informed of the nature of the investigation, in writing and prior to any interview. Sufficient information will be provided for the employee to be reasonably appraised of the allegations involved. If the investigation is based on a formal written complaint filed with the Department, the employee shall be provided with a copy of said complaint within a reasonable period of time prior to any interview of the employee. 5. Interviews shall be for reasonable periods and shall be timed to allow for such personal necessities and rest periods as are reasonably necessary. 6. Questions shall be asked one at a time and the employee will not be threatened with transfer, dismissal or disciplinary action. This shall not be construed to prohibit advising the employee that refusal to answer proper questions, as specified in paragraph (A) (7) of this Article, may subject the employee to additional charges and discipline. 7. All employees are obliged to cooperate in an investigation and are required to answer any questions concerning their conduct as it relates to their employment except any questions which violate their constitutional rights. 8. At the request of the employee under investigation, the employee shall be given an opportunity to consult with counsel and/or a representative of the Association prior to any interview. At the request of the employee, said counsel and/or Association Executive Board representative may be present during the interview. 9. All employees shall have the right to review the contents of their files maintained by the Police Department and...
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Investigatory Procedures. In the event of a community relations complaint, the following investigatory procedure shall apply: (a) The questioning of a member of the department shall be during his or her regular tour of duties whenever practicable, unless exigencies of the investigation dictate otherwise. Unless otherwise designated by the investigating officer, the questioning of a member of the department shall take place at the Public Safety Headquarters. (b) The member of the department being questioned shall be informed of the nature of the investigation before any interrogation commences. The complaint and/or witnesses need not be disclosed. If the member of the department is being questioned for the purpose of being a witness only, he or she shall be so informed before the questioning commences. If the investigation implicates a member of the department who has been questioned as a witness, he or she shall be informed of the charge and the nature of the investigation before interrogation commences on another occasion. However, it is understood and agreed that the informing of a member of the department that he or she is being questioned as a witness only in no way provides immunity for such employee from disciplinary action which may be taken as a result of information disclosed during the course of the interrogation or investigation. (c) If an officer is placed under arrest or is a suspect or target of a criminal investigation, if he or she so requests, he or she shall have the right to consult with and have legal counsel available during interrogation.
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Investigatory Procedures. When an employee is under investigation by the County and subjected to an interview concerning an act which, if proven, could reasonably lead to a loss of pay or dismissal, the employee shall be afforded the following safeguards: A. The employee and the Federation will be informed that a formal investigation is commencing, unless the employee is under investigation for violation of the Controlled Substance Act, or violations which are punishable as felonies or misdemeanors under law, or if doing so would jeopardize either the criminal or administrative investigation. B. Any interview of an employee shall occur when the employee is on duty, unless the County reasonably believes that the seriousness of the investigation dictates otherwise. If such interview does occur during the employee’s off-duty time, the employee shall be compensated for such off-duty time in accordance with the provisions of this Agreement. C. All interviews shall take place at Department facilities, or elsewhere if mutually agreed, unless an emergency exists which requires the interview to be conducted elsewhere. D. Unless release of such information would otherwise compromise the investigation, the employee under investigation shall be informed, in writing, at least forty-eight (48) hours prior to the commencement of the interview that he/she has a right to have Federation representation during the interview, the names of the interviewer and all other persons to be present during the interview, and the specific allegations which form the basis for the investigation and provided information necessary to reasonably apprise him/her of the facts upon which the allegations are based. If the employee opts for Federation representation, the Federation representative shall not be a subject of the same investigation as the employee being interviewed. E. The employee’s right to have a Federation representative present at the interview shall not unreasonably delay the conducting of the interview. F. Interviews shall be limited in scope to activities, circumstances, events, conduct or acts which pertain to the incident or incidents which are the subject of the investigation. Nothing in this section shall prohibit the County from questioning the employee about information which is developed in the course of the interview.
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Investigatory Procedures. In the event of an internal investigation, the following procedure shall apply:
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Investigatory Procedures. 1 When an employee is under investigation by the County regarding allegations 2 of misconduct which, if proven, could reasonably lead to discipline, the employee shall 3 be afforded the following safeguards: 4 A. The employee and the Federation will be informed that an investigation is 5 commencing, unless the employee is under investigation for violation of the Controlled 6 Substance Act, or violations which are punishable as felonies or misdemeanors under 7 law, or if doing so would jeopardize either the criminal or administrative investigation. 8 B. Any interview of an employee shall occur when the employee is on duty, 9 unless the County reasonably believes that the seriousness of the investigation 10 dictates otherwise. If such interview does occur during the employee’s off-duty time, 11 the employee shall be compensated for such off-duty time in accordance with the 12 provisions of this Agreement. 13 C. All interviews shall take place at Department facilities, or elsewhere if 14 mutually agreed, unless an emergency exists which requires the interview to be 15 conducted elsewhere. 16 D. Unless release of such information would otherwise compromise the 17 investigation, the employee under investigation shall be informed, in writing, at least 18 forty-eight (48) hours prior to the commencement of the interview that they have a 19 right to have Federation representation during the interview, the names of the 20 interviewer and all other persons to be present during the interview, and the specific 21 allegations which form the basis for the investigation and provided information 22 necessary to reasonably apprise them of the facts upon which the allegations are
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Investigatory Procedures. 56 When an employee is under investigation by the County and subjected to an interview concerning an 57 act which, if proven, could reasonably lead to a loss of pay or dismissal, the employee shall be afforded the 58 following safeguards: 1 A. The employee and the Federation will be informed that a formal investigation is commencing, 2 unless the employee is under investigation for violation of the Controlled Substance Act, or violations which are 3 punishable as felonies or misdemeanors under law, or if doing so would jeopardize either the criminal or 4 administrative investigation. 5
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Related to Investigatory Procedures

  • Safety Procedures The Contractor shall: (a) comply with all applicable safety regulations according to Attachment H; (b) take care for the safety of all persons entitled to be on the Site; (c) use reasonable efforts to keep the Site and Works clear of unnecessary obstruction so as to avoid danger to these persons; (d) provide fencing, lighting, guarding and watching of the Works until completion and taking over under clause 10 [Employer's Taking Over]; and (e) provide any Temporary Works (including roadways, footways, guards and fences) which may be necessary, because of the execution of the Works, for the use and protection of the public and of owners and occupiers of adjacent land.

  • RECOVERY PROCEDURES The nature and severity of any disaster will influence the recovery procedures. One crucial factor in determining how BellSouth will proceed with restoration is whether or not BellSouth's equipment is incapacitated. Regardless of who's equipment is out of service, BellSouth will move as quickly as possible to aid with service recovery; however, the approach that will be taken may differ depending upon the location of the problem.

  • Mandatory Procedures The parties agree that any dispute arising out of or relating to this Agreement shall be resolved solely by means of the procedures set forth in this Article, and that such procedures constitute legally binding obligations that are an essential provision of this Agreement. If either party fails to observe the procedures of this Article, as may be modified by their written agreement, the other party may bring an action for specific performance of these procedures in any court of competent jurisdiction.

  • COMPLAINT PROCEDURES CONTRACTOR shall maintain and adhere to its written procedures for responding to parent complaints. These procedures shall include annually notifying and providing parents of LEA students with appropriate information (including complaint forms) for the following: (1) Uniform Complaint Procedures pursuant to Title 5 of the California Code of Regulations section 4600 et seq.; (2) Nondiscrimination policy pursuant to Title 5 of the California Code of Regulations section 4960 (a); (3) Sexual Harassment Policy, California Education Code 231.5 (a) (b) (c); (4) Title IX Pupil Grievance Procedure, Title IX 106.8 (a) (d) and 106.9 (a); and (5) Notice of Privacy Practices in compliance with Health Insurance Portability and Accountability Act (HIPAA), if applicable. CONTRACTOR shall include verification of these procedures to the LEA upon request. CONTRACTOR shall immediately notify LEA of any complaints filed against it related to LEA students and provide LEA with all documentation related to the complaints and/or its investigation of complaints, including any and all reports generated as a result of an investigation.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Evaluation Procedures The following procedures for employee evaluation shall be utilized for the term of this Agreement: 1. Orientation materials related to evaluation procedures will be provided to all employees by the 10th school day. 2. Employees shall submit to their evaluator a complete listing of proposed objectives, and measurement activities related thereto, to be considered in the annual evaluation by the 25th school day. 3. The evaluator shall have completed by 30th school day annual objective setting conference with employee. 4. The evaluator shall by the 40th school day determine and shall provide the employee with a complete listing of actual objectives from those proposed by the evaluator and employee, and measurement activities from those proposed by the evaluator and employee, and measurement activities related thereto, that will be incorporated in the annual evaluation that the evaluator will prepare for the employee. The objectives and related measurement activities referred to herein shall be in accordance with the employee job description prescribed by the District. The District will make every attempt to have the number of objectives required to be uniform from site to site. 5. Within a reasonable time after the request, the evaluator shall be provided with a written progress report from the employee containing the latter's perception of the progress being made toward the achievement of the objectives prescribed in Item 3, above. During the course of the evaluation period, circumstances may change which may result in the modification of the original standards and objectives. These changes may be initiated by the supervisor or the employee. Agreement of both parties is required. 6. The evaluator, by the 145th school day, shall have conducted classroom observations in order to gather data on employee performance as the evaluator believes to be related to: A. The actual objectives and measurement activities described in Item 3, above; B. Other criteria for employee evaluation and appraisal that are established by the District Xxxxx Act Guidelines. At the discretion of the evaluator, tenured teachers may receive only one (1) formal instructional observation per year. Probationary teachers will receive two (2) formal instructional observations per year. Prior to conducting formal instructional observations regarding the teacher's duties related to the instructional objectives herein described, the teacher shall be notified of the observation prior to the beginning of the teacher's actual instructional day. Upon the request of the evaluatee or when, in the evaluator's judgment, additional instructional classroom observations are necessary, such observations may be conducted. Within a reasonable time, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall contain a summary of the instructional activities observed, and any suggestions being made by the observer for possible improvement by the employee to include, but not be limited to, the following: 1) Specific directives for improvement 2) Assistance to implement such directives as (a) Provisions of additional resources; (b) Mandatory training programs designed to improve performance to be paid by the District. A final and written report of the achievement of objectives, and measurement information related thereto shall be submitted by the employee to the evaluator by the 140th school day. 7. The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation to the employee. The employee may submit a written reaction or response to the evaluation and such response shall be attached to the evaluation and placed in the employee's permanent personnel file which shall be maintained in the District Office. Permanent employees shall be evaluated at least once every other year, and in no event later than 30 days before the last school day scheduled on the school calendar of the current school year. Probationary employees shall be evaluated at least once each year and in no event later than the 150th school day. 8. Employees who meet each of the following conditions shall be evaluated up to every five

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Procurement procedures 11.1 The Recipient must secure the best value for money and shall act in a fair, open and non-discriminatory manner in all purchases of goods and services.

  • Reply Procedures In connection with any Auction, each Lender holding the relevant Term Loans subject to such Auction may, in its sole discretion, participate in such Auction and may provide the Auction Agent with a notice of participation (the “Return Bid”) which shall be in a form reasonably acceptable to the Auction Agent, and shall specify (i) a discount to par (that must be expressed as a price at which it is willing to sell all or any portion of such Term Loans) (the “Reply Price”), which (when expressed as a percentage of the par principal amount of such Term Loans) must be within the Discount Range and (ii) a principal amount of such Term Loans, which must be in whole increments of $1,000,000 (or, in any case, such lesser amount of such Term Loans of such Lender then outstanding or which is otherwise reasonably acceptable to the Auction Agent) (the “Reply Amount”). Lenders may only submit one Return Bid per Auction, but each Return Bid may contain up to three bids only one of which may result in a Qualifying Bid. In addition to the Return Bid, the participating Lender must execute and deliver, to be held in escrow by the Auction Agent, an Assignment and Assumption with the dollar amount of the Term Loans to be assigned to be left in blank, which amount shall be completed by the Auction Agent in accordance with the final determination of such Lender’s Qualifying Bid pursuant to clause (c) below. Any Lender whose Return Bid is not received by the Auction Agent by the Auction Response Date shall be deemed to have declined to participate in the relevant Auction with respect to all of its Term Loans.

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